The terms of service apply to the service concerned when a contract has been concluded. The employees were previously employed by either City Power (Pty) Ltd or Johannesburg Water (Pty) Ltd, both municipal companies (MOEs). The candidate unions concluded factory-level collective agreements with City Power and Johannesburg Water that regulated workers` working and employment conditions. (ii) all collective agreements that are binding under Article 23. In general, there was no agreement between the old and new employer and the workers within the meaning of Article 197(6) to change the conditions of the workers after the transfer. The trade union then argued that Article 197(5)(b)(ii) had applied and that the city was therefore bound by the old collective agreements. One of the essential tasks of SALGBC is the management of disputes referred to the Council. Disputes are handled at divisional level and/or within the Central Council. Disputes, such as unjustified dismissals, unfair labour practices, are referred to the competent Regional Secretary of the Division and to the competent regional offices. As regards the interpretation or application of a collective agreement concluded at the level of the Central Council, it must be referred to the Secretary-General. Once the dispute has been presented, conciliation is provided for within 30 days, with the parties endeavouring to settle the dispute between them before an independent conciliator. If the matter is not resolved, a certificate is issued.
The party may choose to assign the matter to arbitration; in such a case, the Council shall appoint an independent arbitrator to settle the dispute within sixty days. The transfer must be correct, without errors or errors, in order to avoid any delay. When in doubt, you talk to your union, SAMWU or IMATU Negotiations on this subject are blocked and, in 2013, the city changed the general conditions of the employees in order to respect the main agreement of the Council of Collective Agreements. It was indisputable that certain conditions, as laid down in the old collective agreements, were more favourable than those laid down in the main contract. . . .